Organizational Climate a Tool for Achieving Employees Job Satisfaction in Ghanaian Manufacturing Firms

The working environment of employees has significant consequences for both individuals and organizations. It has the potential to affect the attitudes of employees. Considering the importance of human capital in the 21st century, many researchers and human resource practitioners have explained that companies focus on how to achieve the satisfaction of their employees. The primary purpose of this research paper is to investigate employees’ perception of their working environment and how the different dimensions of organizational climate affect their job satisfaction. The study examines the following research questions: What are the perceptions of employees regarding their work settings? What are the sources of employees’ job satisfaction in the manufacturing industry and what organizational atmosphere contribute(s) to employees’ job satisfaction? To address these concerns, two hundred and five (205) employees are chosen from some selected manufacturing firms in Ghana through convenience and purposive sampling techniques. Correlations are run to generate the interrelationship existing among the dimensions of organizational climate and how each is related to employees’ job satisfaction. The results of the study show that certain dimensions of organizational climate such as identity, conflict management and rewards do have relationship with job satisfaction. Thus employees in the manufacturing sector are more satisfied with the organizations whose mission and objectives are in congruence with the employees’ personal beliefs. 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.