Indian Journal of Industrial Relations: Economics & Social Dev.

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Organizational Climate & Commitment:An Analysis of Food Processing Industry of Punjab


Affiliations
1 Flinders Business School, Flinders University, Adelaide, Australia
2 University Business School, Guru Nanak Dev University, Amritsar, India
     

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The organizational climate exerts a significant influence on individual as well as organizational level outcomes. This paper examines the relationship between the organizational climate and organizational commitment and explores the factors that impact the level of organizational commitment at workplace. The sample consisted of 509 respondents working in 10 large scale food processing companies of Punjab in India. Results revealed that overall organizational climate has a strong positive correlation with organizational commitment. The major dimensions that impact the commitment levels are: welfare, supervisory support, pressure to produce, clarity of organizational goals, performance feedback, tradition, participation, integration, training, quality, effort, efficiency, innovation and flexibility.
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  • Organizational Climate & Commitment:An Analysis of Food Processing Industry of Punjab

Abstract Views: 147  |  PDF Views: 0

Authors

Kuldeep Kaur
Flinders Business School, Flinders University, Adelaide, Australia
Gurpreet Randhawa
University Business School, Guru Nanak Dev University, Amritsar, India

Abstract


The organizational climate exerts a significant influence on individual as well as organizational level outcomes. This paper examines the relationship between the organizational climate and organizational commitment and explores the factors that impact the level of organizational commitment at workplace. The sample consisted of 509 respondents working in 10 large scale food processing companies of Punjab in India. Results revealed that overall organizational climate has a strong positive correlation with organizational commitment. The major dimensions that impact the commitment levels are: welfare, supervisory support, pressure to produce, clarity of organizational goals, performance feedback, tradition, participation, integration, training, quality, effort, efficiency, innovation and flexibility.