Literature Review Of Organizational Climate
1. INTRODUCTION 1.1. BACKGROUND OF RESEARCH
Since 1930s, the relationship between management and employees has played an important role in both academic and business world. Attitudes of the employees towards their organization, as a result of their work environment, is an important aspect in organizational behaviour literature.When the literature is reviewed, it is possible to conclude that organizational climate is one of the important concepts regarding organizational environment which has a direct relationship with employee behaviour. Employee behaviour in organizations is a result of their personal characteristics as well as the environment which they work in. Regarding this, Organizational Climate is an important aspect in order to understand employee’s work-related behaviour and it was began to be discussed in organizational behaviour literature since late 1960s. As a contemporary definition, organizational climate is said to be a product of the aggregate of psychological climate which is the perceptions of individuals about their work environments (James et al., 2008:5-32). According to Litwin and Stringer, (1968:110) organizational climate is a multi-dimensional concept which influences motivational factors in organization (e.g. achievement, power and affiliation). In 1974, Pritchard and Karasick introduced climate as a quality measure of an organization’s internal environment, which result from the collective behaviour of its employees, perceived by its
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Examples Of Contingency Theory
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Literature Review On Employee Performance
1158 Words | 5 Pages1.4.1 Literature Review HRM practices are a process of engaging, motivating, and maintaining employees to ensure the organizational survival (Schuler and Jackson, 1987). According to (Delery and Doty, 1996) HRM practices are prepared and implemented in a way that human capital plays important role in achieving the goals and objectives of the organization. The appropriate use of HRM practices strongly influence the standard of employer and the degree of employee commitment (Purcell, 2003). HRM practices like, training and development, performance appraisal allow the employees to do better in order to enhance the organizational performance (Snell and Dean, 1992; Pfeffer, 1998).
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