Organizational Climate as a Determinant of Job Satisfaction among Public Sector Employees in Kisii County, Kenya

Collins Reuben Gaunya


Human resource is the most important asset of any organization, which is essential for effective and efficient operation of all other resources of the organisation. Organisations in the 21st century are facing more challenges than ever before. These challenges are not unique to any specific organisation or industry, but affect all organisations, regardless of their structure or size. Organisational climate in particular is constantly challenged by changes impacting organisations today. To survive and outdo their competitors, organisations are constantly seeking to improve their performance. Authors such as Brown and Leigh (1996) think that organisational climate is becoming more important than ever before because organisations need to ensure that those individuals who add value to the bottom line will want to stay in the organisation and will want to continue pouring their effort into their work to the benefit of the organisation. The purpose of this paper was to investigate organizational climate (employees’ perception of their working environment) and how it influences their job satisfaction. The objective of the study was to determine the effect of organizational climate on employee job satisfaction. The population of public sector departments in Kisii County 909 out of which 271 were selected. Simple random sampling technique was used to select a representative sample. Study data was collected using questionnaire method.  Inferential statistics including Correlation and regression were computed  to investigate the interrelationship that  exists among the dimensions of organizational climate and how each is related to employees’ job satisfaction. The results of the study revealed that that certain dimensions of organizational climate such as identity, conflict management and rewards do had a statistically significant positive relationship with job satisfaction. This had the implication that public sector employees in Kisii county, Kenya, were more satisfied with their work where organizational mission and objectives are in congruence with employees’ personal beliefs. Based on the study findings, managers are encouraged to focus on articulating the mission of the organization but also stimulate dynamic and high sense of employees’ identification. Fairness in conflict handling procedures as well as equity and transparency in compensation systems is equally recommended as strategies to adopt to foster and increase job satisfaction. A sound work environment is important to create sound social relations at the workplace and also maintain the relationship between colleague, supervisor and the organisation.

Keywords: Organizational Climate, Job Satisfaction and Organizational Performance.

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