Organizational Climate as Predictor of Happiness in Male and Female MNC Managers

Yadav D; S.S. Sarangdevot

doi:10.32628/IJSRST24116197

Authors

Yadav D Research Scholar, Department of Management, J.R.N. Rajasthan Vidyapeeth (Deemed) University, Udaipur, Rajasthan, India Author
S.S. Sarangdevot Vice Chancellor, J.R.N. Rajasthan Vidyapeeth (Deemed) University, Udaipur, Rajasthan, India Author

DOI:

https://doi.org/10.32628/IJSRST24116197

Keywords:

Organizational Climate, Happiness, Male and Female MNC Managers

Abstract

Responsibility, work and task orientation, social relations, communication and information, resources, objectives, quality of working life, leadership, approach and method, autonomy are some of the factors of organizational climate. Knowing how or whether these factors predict happiness in multinational corporate managers, with respect to gender was the research question in the current study. The organizational climate—which encompasses: Stakeholder perspective with factors such as; role clarity, respect, communication, reward system, career development, planning and decision making, innovation, relationship, teamwork and support, job quality, conflict, commitment and morale, training and learning and direction which was perceived to have a strong relationship with happiness. It was also anticipated that organizational culture would be a strong indicator of MNC managers' satisfaction, both male and female. One hundred and fifty male and female MNC managers with at least ten years of work experience were selected from the National Capital Region (NCR) of Delhi, which comprises the cities of Jaipur City in Rajasthan State as well as Gurugram, Noida, and Ghaziabad. The Oxford Happiness Questionnaire (OHQ) (Hills and Argyle, 2002) and the Organizational Climate Questionnaire (OCQ) (Furnham, A. and Goodstein, L.D. 1997) completed by the male and female managers of MNCs. The method of correlational research and multiple regression analysis were applied. Research evidence also corroborated the results which reveal a significantly negative correlation of role clarity, reward system, career development, planning and decision making, conflict handling, training and learning and direction with happiness and a significantly positive correlation with respect, communication, relations, team work and support, quality of service, commitment, morale and happiness among both male and female MNC managers. Studies have repeatedly shown and confirmed that elements of organizational climate While direction and incentive systems are significant negative predictors of happiness for organizational climate elements, commitment and morale are significant positive drivers of happiness for both male and female managers of multinational corporations. The results are analyzed in light of recent empirical research.

Downloads

Download data is not yet available.

References

Abdulkarim, R. M. (2013). The relationship between a leader's self-perceived level of emotional intelligence and organizational climate, as perceived by organizational members. Doctoral Dissertation. Grand Canyon University.

Ahmad, K. Z. B., Jasimuddin, S. M., & Kee, W. L. (2018). Organizational climate and job satisfaction: Do employees’ personalities matter? Management Decision, 56(2), 421–440. https://doi.org/10.1108/MD-10-2016-0713. DOI: https://doi.org/10.1108/MD-10-2016-0713

Aishwarya, B. and Ramasundaram, G. (2012). “A study on interference of worklife conflict between organizational climate and job satisfaction of women employees in information technology sector”, Asia-Pacific Journal of Management Research and Innovation, 8 (3), 351 – 360. DOI: https://doi.org/10.1177/2319510X1200800315

Castro, M. L., & Martins, N. (2010). The relationship between organisational climate and employee satisfaction in a South African information and technology organisation. Journal of Industrial Psychology 36(1), 1–9. https://doi.org/10.4102/sajip.v36i1.800. DOI: https://doi.org/10.4102/sajip.v36i1.800

Cygler, J., Sroka, W., Solesvik, M., & DeRbkowska, K. (2018). Benefits and drawbacks of coopetition: The roles of scope and durability in coopetitive relationships. Sustainability, 10(8), 2688–2712. https://doi.org/10.3390/su10082688 DOI: https://doi.org/10.3390/su10082688

Ghanbari, S., & Eskandari, A. (2016). Organizational climate, job motivation and organizational citizenship behavior. International Journal of Management Perspective, 1(3), 1–14.

Golzad, Hamed, Atefeh Teimoory, Seyed Mousavi, Aya Bayramova, and David Edwards., (2023). Mental Health Causation in the Construction Industry: A Systematic Review Employing a Psychological Safety Climate Model. Buildings 13: 2442. DOI: https://doi.org/10.3390/buildings13102442

Hamidianpour, F., Esmaeilpour, M., Alizadeh, M. S., & Dorgoee, A. (2015). The influence of emotional intelligence and organizational climate on creativity and entrepreneurial orientation of small to medium-sized enterprises. European Online Journal of Natural and Social Sciences, 4(1), 20–23.

Hodgetts, Richard M. (1991). “Organizational Behavior: Theory and Practice”, Macmillan Publishing, Pp. 428-430.

Katz and Kahn (1996). The Social Science Organizations, New York, Wiley, p. 489.

Koys, D.J. and Decottlis, T.A. (1991). “Inductive measures of psychological climate”, Human Relations, 44, 265 – 286. DOI: https://doi.org/10.1177/001872679104400304

Kumar-Bamel, U., Rangnekar, S., Stokes, P., & Rastogi, R. (2013). Organizational climate and managerial effectiveness: An Indian perspective. International Journal of Organizational Analysis, 21(2), 198–218. https://doi.org/10.1108/IJOA-09-2011-0514 DOI: https://doi.org/10.1108/IJOA-09-2011-0514

Litwin, George H. and Robert A. Stringer. (1968). “Motivation and Organizational Climate”, Boston: Harvard University Press, Pp. 199-207.

Mogimi, S. and Subramaniam, I.D. (2013). “Employees’ creative behavior: The role of organizational climate in Malaysian SMEs”, Industrial Journal of Business and Management, 8(5), 1 – 13. DOI: https://doi.org/10.5539/ijbm.v8n5p1

Rahimi_c, Z. (2013). Influence of organizational climate on job satisfaction in Bosnia and Herzegovina companies. International Business Research, 6(3), 129–139. DOI: https://doi.org/10.5539/ibr.v6n3p129

Schneider, B., Ehrhart, M. G., & Macey, W. H. (2013). Organizational climate and culture. Annual Review of Psychology, 64(1), 361–388. https://doi.org/10.1146/annurev-psych-113011-143809. DOI: https://doi.org/10.1146/annurev-psych-113011-143809

Schneider, B., Ehrhart, M. G., & Macey, W. H. (2016). Organizational climate and culture. In G. J. Boyle, J. G. O’Gorman, & G. J. Fogarty (Eds.), Sage benchmarks in psychology. Work and organizational psychology: Research methodology; Assessment and selection; Organizational change and development; Human resource and performance management; Emerging trends: Innovation/globalization/technology (pp. 299–332). Sage Publications Inc. DOI: https://doi.org/10.1093/acrefore/9780190236557.013.3

Strukelj, T., Zlatanovi_C, D., Nikoli_C, J., & Sternad Zabukov_sek, S. (2019). A cyber-systemic learning action approach towards selected students’ competencies development. Kybernetes, 48(7), 1516–1533. https://doi.org/10.1108/K-09-2018-0517. DOI: https://doi.org/10.1108/K-09-2018-0517

Yuan, Ruijia, Zhiwei Zhang, Xiaopeng Deng, and Xiaosheng Li. (2022). SEIR model and simulation research on unsafe psychological state propagation of construction workers considering safety climate and intimate relationships. Frontiers in Public Health 10: 1031440. DOI: https://doi.org/10.3389/fpubh.2022.1031440