Organizational Climate as an Indicator of Job Satisfaction among Public Sector Employees in Jammu & Kashmir Cements Limited

Abstract

Employees are the most valuable asset in any organization, essential for the efficient and effective operation of all other organizational resources. In 21st century, more challenges are faced by organizations than ever before. These challenges are not limited to any particular organization or industry, but affect all organizations, no matter what they possess. Today, organizational climate in particular has always been challenging due to the changes affecting organizations. In order to survive and surpass their rivals, organizations are constantly seeking to improve their performance. Researchers found that organizational structure is even more important than ever because organizations must ensure that those who add to the organization will want to stay in the organization and continue to make their efforts in their work for the benefit of the organization. The purpose of this paper is to examine the nature of the organization (employees' perceptions of their workplace environment) and how it affects their job satisfaction and to investigate the effect of organizational climate on employee satisfaction. The population of the public sector cement company in Jammu & Kashmir is 610 of which 101 were selected as sample size. Convenient sampling method was used to collect data from the respondents. The survey data was collected using a structured questionnaire. For data analysis, Correlation and Regression tools were compiled to investigate the relationship between the organizational climate and how each relates to employee satisfaction. Research findings show that certain organizational dimensions such as empowerment, responsibility, adequacy of reward and career development have a positive association with job satisfaction. This means that public sector employees in the Jammu and Kashmir cements Limited were more satisfied with their work when the organization's goals and objectives were in line with the employees' personal beliefs. Based on the findings of the study, managers are encouraged to focus on articulating organizational policy but also to promote a stronger and higher sense of employee identification. Justice in conflict management, equity and transparency systems in compensation systems are equally recommended as acquisition strategies to promote and increase job satisfaction. A good work environment is essential to build good working relationships in the workplace and maintaining relationship between colleagues, management and the organization.