The Perceived Supervisor and Organizational support on Organizational Climate

Abstract

www.iosrjournals.org 54 | Page 2. Trust: Which describe the belief in the reliability, truth, ability, and strength of the words and matching them with deeds of members of the organization facilitates necessary risk taking to achieve success in the other climate factors. Good climate has been correlated with desirable outcomes like Job satisfaction, Confidence in management, affective commitment, intention to quit, emotional exhaustion, faith in organizational and performance. It is also linked with desirable behaviors like, risk-taking (strategic), departure from the status quo, open communication, trust, operational freedom, and employee development (Levy,2013).In contrast bad climate has been linked to turnover, stress, sickness, poor performance, error rate, wastage, accidents and the correlative of bad behaviors like, sabotage, absenteeism, go-slow and, bullying. The two conditions elicit different outcomes at the workplace. Bad climate bring forth, fear, crisis, anxiety, aggression, burnouts, turnover, politicking, hopelessness and stagnation among many others. On the other hand good climate bears respect, support, entrepreneurship, innovations, cooperation, high performance, profitable management practices, knowledge management and sharing, learning organization, readiness to change and openness. II. Conceptual Framework Source-AuthorOrganization climate can improve through perceived organizational support and supervisor support (Michele, 2010). Perceived Organizational Support effect to Organization climate Organizational climate is the general perception of the working conditions of an enterprise, including the level of motivation, innovation, trust, conflict, morale, rewards equity, leader credibility, and resistance to change. Organizational climate develops over many years and is affected by many factors and therefore cannot be changed by simply dusting off the top layer of discontent. Just as the most effective cleaning begins at the top and progresses downward, so must the measures that will make sweeping changes to the overall perception of the business. Michele (2011).Organization support in the following key areas can bear fruits of positive climate. a. Motivation Begins with Decluttering the WorkspacePerceived organization support through motivation of workers, workplace decluttering can make significant progress to improving the organizational climate. For example of workers desks are overflowing with paper, digitalize/automate the organization records. This will reinstate workers motivation as they easily access information with little effort. Michele (2011) b. Implement rewards equity to motivate employeesOnce you have removed the clutter as an obstacle to increasing productivity, the next step is to determine and implement policies that will motivate employees. As many theories regarding what motivates employees posits, workers respond differently when presented a list of performance incentives Maslow hierarchy of needs comes in to play. However, all workers will be more motivated if they be...

Developing sustainable workplace through leadership: Perspectives of transformational leadership and of organizational citizenship behavior

“…Therefore, the organizational climate is a social cognitive response of an individual toward his/her organizational environment and can vary significantly among organizations. As a result, how organizational climate is perceived by employees is pluralistic and can lead to different types of employee behavior (Wangombe et al, 2014 ). Last but not the least, organizational climate has a strong contextual effect (Kao, 2017 ).…”