دانلود رایگان مقاله انگلیسی جو سازمانی و رضایت شغلی - نشریه امرالد

Abstract

Purpose – The purpose of this paper is to provide some insights on the interplay of organizational climate and job satisfaction, taking personality traits as a moderator. Design/methodology/approach – The paper reviews the extant literature from which it develops a theoretical model which is then tested empirically in the Malaysian context, using hierarchical regression methodology. Findings – The results imply that there are moderating effects of personality traits on the relationship between certain aspects of organizational climate and job satisfaction. Research limitations/implications – The cross-sectional nature of this study inhibits the testing of causality between the variables. The research model and hypotheses were tested, using data drawn only from companies operating in a single country. Practical implications – The paper provides valuable information to leaders and managers in understanding which personality works better in the potential casual linkage between organizational climate and overall job satisfaction. This paper also helps practitioners to understand better why the same climate can have different impacts on different people. Originality/value – It contributes to the conceptualization of the organizational climate by emphasizing Litwin and Stringer’s (1968) dimensions of organizational climate as the important determinants of the job satisfaction. Moreover, it expands the traditional discussion by incorporating the personal traits that moderates the relationship between organizational climate and the job satisfaction.

Conclusions

This paper makes several contributions to the literature. First, we contribute to the conceptualization of the organizational climate by emphasizing Litwin and Stringer’s (1968) dimensions of organizational climate as the important determinants of the job satisfaction. While many studies have focused on the importance of dimensions of organizational climate (Viswesvaran and Deshpande, 1998) and personality traits (Downey et al., 1975; Hough et al., 1998) independently with regard to job satisfaction, this paper examines the interaction effect between the two and how the match or mismatch impacts job satisfaction. We extend previous studies by exploring the personality traits that moderates the relationship between organizational climate and the job satisfaction. By examining the moderating or interacting effects, we can provide managers with a much deeper understanding of the antecedents of job satisfaction compared to previous studies that looked at these variables in isolation. Managers sometimes implement policies one at a time (e.g. pertaining to the type of employee sought after or pertaining to the structure) and look at the impact of each policy in isolation, without considering how the various policies interact. This study helps managers and practitioners to understand how various dimensions of organizational climate can impact job satisfaction, with personality trait as a moderator.