REDUCING THE EMPLOYEES' RESISTANCE: WHEN ORGANIZATIONAL CLIMATE HAS NEGATIVE CORRELATION TO JOB SATISFACTION
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Date
2009
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Abstract
This article presents empirical study evaluating a conceptual model of employees’ dissatisfaction frequently occurred in organizations of service. In order to reduce the intense increase of staff turnover, it is important to identify factors determining the employees’ behavior towards the job concerning job satisfaction. The developed model leads to assess whether organizational climate has a partially or fully in mediating the relationship between organizational culture and job satisfaction. Several hypotheses are examined to be empirically proven on this study. Finding of the study shows that the best performance in human relationships is an improvement effort on organizational culture and climate as an important factor in service industry. This empirical study also shows a surprised result that the worse organizational climate, the more positive the behavior is. It is the behavior that leads to the decrease of the level of the staff turnover.
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Keywords
Job Satisfaction, Organizational Climate, Organizational Culture